Business policy

The business policy describes the way Musica is managed. This means that the organisation pays attention to a number of distinguished areas. The concern for these supporting processes is in service to the realisation of our artistic functioning.

How the themes of good governance, integrity and fair practice are anchored in Musica’s policy is explained here:

Good governance 

Musica subscribes to the principles of good governance as formulated in the Bestuurscode Cultuur (2020) of UAntwerpen and the Fonds voor Cultuurmanagement, wherein 8 principles of good governance were formulated. Musica translated these into an internal regulation that describes the functioning of the board of directors and contains an agreement framework between board members and management. In addition, a deontological code for members of the board was drawn up.

The board of directors is composed in a balanced way. By drawing up a grid of competencies for board members, it is ensured that the profiles of the board are of significant added value to the organisation. The broad range of competencies within the board ensures a regulatory, advisory and stimulatory role in the organisation.

The executive board (management and chairman of the board ) ensures that the agreements and decisions of the board are applied and executed.

The board has set up a financial advisory group that discusses the budget and the financial state of affairs with the executive board on a regular basis.


By ‘behaving with integrity’ we mean behaving ‘normally’, i.e. according to the standards and values of our society. In addition there are laws and rules we all have to abide by. Within Musica, integrity is based on the core values that are central to our daily operations: drive, trust and sustainability.

Our integrity policy ensures that all internal company processes concerning transgressive behaviour are completely transparent. By transgressive behaviour we mean bullying, violence and unwanted sexual behaviour.

What is interpreted as transgressive behaviour is not static but varies over time, the culture of the country and the culture within the organisation. What a person experiences as transgressive is also a subjective experience and cannot be objectively defined. Each person has their own boundaries. Rules of conduct have been drawn up, with Musica focusing on respectful interaction. The consequences of breaking these rules are described. All employees are informed in detail about the procedure to follow in case of transgressive behaviour.

The communication channels of the internal point of contact and the external confidant are known to all employees.

Fair practice

Musica uses clear and fair principles with regard to all of its labour relations, both in internal and external partnerships. That is why the principles and agreements of “Juist is Juist” (“what’s right is right”) were co-signed.

  • Solidarity: We bear a social responsibility concerning the appreciation of work and quality standards in our collaborations, both in a one-off experimental context and in long-term employment. Musica commits to a guaranteed fair pay and to a safe work environment for all employees, regardless of their status.
  • Transparency: When setting up a collaboration agreement Musica aims to have an equal dialogue with all parties. In every type of collaboration Musica is transparent about the expectations in regard to fees, working conditions, expense allowances and job descriptions.
  • Sustainability: We are mutually supportive of building up professional and sustainable careers and cooperations and to build on knowledge and experience. This is only possible if collaborations take place within the applicable frameworks and under correct conditions.
  • Responsibility: Collaborations arise from shared responsibility and mutual trust. This is why it is important that both parties get to know each other and appreciate each other’s effort, risk and commitment at all levels.

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